Factors influencing Employee Turnover Intention in Global Treasure Bank (GTB) in Yangon
DOI:
https://doi.org/10.64297/jmrsmet.v2i2.41Keywords:
Career Growth, Employee Turnover, Employee Turnover Intention, Job Stress, GTB BankAbstract
The increasing number of employee turnover in Global Treasure Bank (GTB) poses a major concern for the management team as it is not only costly to recruit capable candidates but also affects organizational performance. As employee turnover intention is the best indicators for actual turnover, the main purpose of this research was to discover the factors influencing employee turnover intention in GTB bank. Stratified random sampling is used to determine sample size that is 90 employees working in 21 branches of GTB bank from different locations in Yangon. The primary data was collected from 90 employees through well-structure questionnaires that were taken from previous researches and measured with a 7-point Likert scales. All the collected data were analyzed using SPSS. According to multiple linear regression analysis, among four proposed factors, only two factors such as job stress and salary and benefits have significant impact on employee turnover intention while job stress is proved to be the major contributor to employee turnover intention. Job stress has a significant positive impact while salary and benefits have a significant negative impact on turnover intention. However, career growth and work environment have insignificant impact on turnover intention of employees of GTB bank in Yangon.
References
1. Belete, A. (2020). Turnover intention influencing factors of employees: A systematic review. International Journal of Business and Management Studies, 12(3), 23–31.
2. Biswakarma, G. (2020). Organizational career growth and employee turnover intentions in Nepalese banks. Journal of Human Resources and Management, 8(1), 10–26.
3. Bryant, P. C., & Allen, D. G. (2021). Compensation, benefits, and employee turnover: Evidence from service sectors. Compensation & Benefits Review, 53(2), 171–182.
4. Collis, J., & Hussey, R. (2020). Business research: A practical guide for undergraduate and postgraduate students (5th ed.). Macmillan.
5. Dudovskiy, J. (2021). Research methodology guide: Dissertation writing. Research Methodology Net.
6. Firth, L., Mellor, D. J., Moore, K. A., & Loquet, C. (2021). Reducing employee intention to quit: Quantitative evidence from banking. Journal of Managerial Psychology, 36(2), 170–185.
7. Gemechu, B. (2021). Factors influencing employee intention to turnover in Ethiopian commercial banks: A quantitative study. African Journal of Business Management, 15(4), 103–115.
8. Grove, S. K., Burns, N., & Gray, J. R. (2021). The practice of nursing research: Appraisal, synthesis, and generation of evidence (8th ed.). Elsevier.
9. Hakim, A. L., Sudarmiatin, & Sutrisno. (2020). Work stress and turnover intention: Evidence from Indonesian industries. European Journal of Business and Management, 12(9), 85–94.
10. Hossain, S. K., Roy, M. K., & Das, P. K. (2021). Factors affecting employee turnover intention in Bangladesh banking sector. ASA University Review, 15(1), 103–115.
11. Johannesson, P., & Perjons, E. (2020). An introduction to design science research (2nd ed.). Springer.
12. Kurniawaty, K., Ramly, M., & Ramlawati, R. (2020). Work environment, stress, and turnover intention: A Malaysian context. Management Science Letters, 10(5), 877–886.
13. Malik, M. I., et al. (2020). Role overload and employee retention: A multi-sector analysis. Middle-East Journal of Scientific Research, 28(11), 1573–1580.
14. Meier, K. J., & Hicklin, A. (2021). Employee turnover and organizational performance: Public administration perspectives. Journal of Public Administration Research and Theory, 31(4), 573–590.
15. Nanayakkara, M., & Dayarathna, N. (2020). Application of Herzberg’s two-factor theory to turnover intention. Human Resource Management Journal, 18(1), 27–39.
16. Nguyen, T., et al. (2023). Job stress, motivation, and turnover intention: Evidence from finance workers. Journal of Organizational Psychology, 14(2), 56–73.
17. Nouri, H., & Parker, R. J. (2021). Career growth opportunities and turnover intention in professional firms. British Accounting Review, 53(2), 138–148.
18. Park, S., & Min, J. (2020). Salary fairness and employee retention: New evidence from retail banking. Journal of Human Resource Studies, 8(3), 214–226.
19. Raza, S., Humayon, A. A., Azeem, M., & Ansari, N.-u.-A. (2021). Pay satisfaction, job stress, and turnover intention among bank employees. Sarhad Journal of Management Sciences, 7(2), 272–284.
20. Robbins, S. P., & Judge, T. A. (2021). Organizational behavior (18th ed.). Pearson.
21. Rusdi, M., Hubels, A. V. S., Affandi, M. J., & Dharmawan, A. H. (2021). Employee turnover intention in Indonesian banking: SEM analysis. Journal of Information Technology and Business Management, 39(1), 31–36.
22. Saunders, M., Lewis, P., & Thornhill, A. (2021). Research methods for business students (8th ed.). Pearson.
23. Shah, U., & Khan, J. (2022). Factors affecting turnover intention: Higher education context. Journal of Social and Administrative Sciences, 4(3), 144–158.
24. Weng, Q., & McElroy, J. C. (2022). Organizational career growth and turnover intentions: A longitudinal study. Journal of Vocational Behavior, 130, Article 103–161.
25. Yamane, T. (2020). Statistics: An introductory analysis (3rd ed.). Harper & Row.
Downloads
Published
Issue
Section
License
Copyright (c) 2026 Dr Min Yan Paing, Wai Moe Aung, Aung Nyein Chan (Author)
This work is licensed under a Creative Commons Attribution 4.0 International License.
